Bulletin 4 - Have your say - new medical officers enterprise agreement - issued 21 March 2022

Late last year I made an offer for a new medical officers enterprise agreement.

I have considered feedback provided by the Australian Salaried Medical Officers’ Federation (Northern Territory) (AMSOF) on my offer and the parties agreed it is now time to give you – the medical officers – the opportunity to have your say from 31 March 2022, and vote on the new Medical Officers NTPS 2022 – 2025 Enterprise Agreement.

Summary of the offer

More money on offer - $10,000 over 4 years:

  • $4,000 lump sum payment
  • $2,000 lump sum payment payable 12 months after the notional expiry of the previous agreement and annually during the term of the agreement.

There would be a $4,000 lump sum payment as the first payment due after the agreement has been approved by the Fair Work Commission. For the years 2023, 2024 and 2025 the annual payment of $2,000 would be made on the first pay day on or after 1 January.

Overall, medical officers would receive $10,000 over 4 years.

Improvements and new conditions for doctors in training

  • Interns – up to 5 days per annum professional development leave for attendance at approved professional development activities.
  • Protected teaching time – allocation of up to 2 hours per week, to facilitate attendance at teaching sessions.
  • The current clause on unrostered overtime has been contemporised and the examples of ‘professional commitment’, that did not align with good rostering practices, has been removed to clarify that start times for specialists rounds for Doctors in Training are to be included in rostered hours.
  • Introduction of the NT Rural Generalist Pathway. This training pathway supports Doctors in Training with targeted training and development to become a rural generalist.
  • To encourage Doctors in Training to return to the department after undertaking a recognised vocational training program, on returning to the department within 2 months from ceasing their employment with a recognised employer, their service may be recognised as continuous service for the purposes of accrual of long service leave. The maximum period of absence with a recognised employer is 4 years (increased from 2 years).

Parental leave improvements, including the provision of interrupted service

  • Employer superannuation contributions (SG) to be paid:
    • At double the legislated rate during a period of primary caregiver leave.
    • During paid and unpaid partner leave during the first 12 months, as if the employee had been at work.
  • Parental leave provisions to be extended to a medical officer, who has worked in the department and leaves to work to with a recognised medical practice for up to 4 years and returns to the department, on completing 12 months service with the department (taking into account the period of employment performed before leaving NT Health).

Pre-eminent status allowance

  • Extended to include rural medical practitioners, rural generalists and rural medical administrators.
  • Renewal process has been simplified.

Sabbatical leave

  • Rural medical practitioners, rural generalists and rural medical administrators to be recognised as senior medical officers and be eligible for sabbatical leave.

Attraction and retention allowance – Correctional centres

  • The offer includes an increase of $15,000 per annum to the current attraction and retention allowance.

I consider the above offer to represent a good package that is within the NTPS Bargaining Policy and also reflects the extensive and constructive discussions about issues raised by all parties during bargaining.

For more details, read the information sheet - 21 March PDF (638.2 KB).

Yours sincerely,

Vicki Telfer PSM
Commissioner for Public Employment
21 March 2022

Last updated: 04 May 2022

Give feedback about this page.

Share this page:

URL copied!